Disability could simply be defined as someone who is able to do plenty of activities, and benefits from support in a some activities.
The word ‘disability’ holds so much negative connotation when really, it’s 2023! It’s time to embrace #diversity in actuality not just on paper, right?
Have a read of this interesting article by one of my favourite columnists Zoe. Direct Line under fire – #adjustments (aka reasonable adjustments) gone badly wrong with a hefty price tag £. Not quite early retirement worthy, but a significant lesson for the company and other companies. (One would hope!)
56% of employees say their company is working harder to recruit from diverse pools. So what’s happening with the other 44%?
33% said people with different ethnicity were treated differently, the same for age. This suggests the same for neurodiversity.
Let’s be clear – neurodiversity is a competitive advantage, a company, a team’s unique selling point, in a multicultural convergent society how can a company afford not to recruit from diverse backgrounds and represent across all levels of a business?
Today I discovered why I value support networks. Because I didn’t have a robust one when I was navigating social interactions at school, notably pre-complex diagnoses. Support networks are invaluable. Since support networks can grow, shrink, and change, they can be responsive and adaptable. Adaptability being critical to succeed in any environment.
Support networks can benefit from expanding. For example, when going through a life change (new job/relocation/loss) it can be helpful to talk to people who understand and can provide a safe space to talk. Counselling is a great option, and as private counselling can be expensive, looking for the right accessible counselling is a worthwhile pursuit. Leaning a bit more on trusted people can provide reassurance, boost self esteem and confidence.
Live life like a 5 year old in a batman t-shirt (or Captain America hoodie)
Sometimes it is important to shrink support available. Such as if the support available leads to energy depleting after engagement rather than restorative or energising. Shrinking support is appropriate when the support isn’t quite aligned to need. Having the right support is better than having the wrong support available. Reflect on support and if it’s given the way you want and if not, ditch it and find a better avenue.
Support can change. For example, support at school/uni/work can look different and delivered differently by people trained to different abilities. Being open to this change can increase your chance of being successful in the new situation. Embracing chance and trying to be adaptable can be helpful to progress and reach potential.
Support networks are dynamic. Sometimes contingent due to funding, other times more longer term. Both can be impactful. It’s important to reflect on how impactful the interactions are, especially critically challenging if it is a positive influence.
Fazilet Hadi, head of policy at Disability Rights UK, said it had so far failed to achieve positive outcomes.
“This past year the government has reviewed the Disability Confident Scheme, consulted on improvements to flexible working, proposed improvements in the Access to Work Scheme and consulted on mandatory disability workforce monitoring. So far, we haven’t seen positive results from any of these actions.”
Great steps, even if not as fruitful as hoped. Asking neurodiverse colleagues what they need may help.
Launched in Scotland, the Neuroinclusion at Work programme aims to help employers better understand neurodiversity like autism, dyslexia and dyspraxia and support their employees better.
Education is a great start to understanding neurodiversity at work.
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